Research On The Mechanism Of Perception Of Over-qualification And Job Withdrawal Behavior

Nowadays,there are many over-education phenomena at home and abroad.When these young people who have just entered the workplace or have not been in the field of work for a long time may feel that their education level exceeds the demand for the job,this will come into being.A group of 80 and 90 new human capitals with over-qualified perceptions were born.At the same time,in an organizational environment that is incapable of promotion for a long time,negative behaviors and attitudes have emerged,that is,work retreat behavior.So what is the relevance of the two under the same organizational situation?From the perspective of how to ease the perception of high qualifications,this paper can make the organization smooth and efficient development in a profitable and avoidable way.At present,the research on job withdrawal behavior is carried out from three levels.Most of the research focuses on the research scope of work withdrawal behavior.Because of the theory of social,this study introduces emotional commitment and fairness sensitivity variables,and constructs an adjustable mediation model of the mechanism of over-qualification perception on job withdrawal behavior.According to literature theory review and empirical research methods,individual characteristics,By exploring the role of over-qualified perception and emotional commitment in the behavior of job withdrawal,it is necessary to study how the over-qualified employees influence the job withdrawal behavior through emotional commitment in the organization.In addition,this study explores whether the mediating role of emotional commitment in over-qualified perception and job withdrawal behavior will be affected in a variety of situations where the sensitivity of justice is high or low.That is,in this research model,there is an adjustable mediator.This study is based on the following sections.First,explain the background.Second,literature review,research on the characteristics of over-qualification,job withdrawal,commitment and sensitivity,and their relationship.Third,research hypotheses and model construction,through the relevant theories,further clarify the theoretical model between the qualifications of over-qualification,job withdrawal,commitment,and sensitivity,and propose research hypotheses and construct theoretical models.Fourth,research design and data collection,this part mainly introduces the research design and investigation process,and uses the measurement tools to test the reliability,validity and homology deviation of the data.Fifth,data analysis and hypothesis testing,using AMOS20.0,SPSS20.0 and Mplus7.0 software verifies the hypothesis on the mediating effect,and others.Sixth,the conclusions and prospects of the research.Make constructive comments on different management issues and explore further aspects of future research,the implications of management practice and the inadequacies of the research are proposed,and the future research will be explored.The innovations are as follows:Firstly,this study attempts to study the complex trigger mechanism inside the work withdrawal behavior from the emotional perspective,which can help us better understand and explain the individual's negative behavior from the emotional path.The intermediary role between psychology and behavior enriches the scope of application of emotional commitment.Secondly,the combination of psychology and management explains why employees have the negative role of job retreat,supplements the behavior outside the role and guides a new direction for the interpretation of job withdrawal behavior.Finally,based on the theory of fairness and the theory of matching people,this study provides a new context for the formation of the mechanism of work withdrawal behavior by emphasizing the existence value of justice sensitivity in the organization.By exploring the mechanism of fairness sensitivity to the buffer adjustment mechanism between over-qualified perception,emotional commitment and job withdrawal behavior,the boundary research on the relationship between perception of over-qualified and job withdrawal behavior is enriched.